The Women Who Lead Us

Women make up nearly half of the U.S. labor force, but only 11.5% hold positions in the senior-most ranks of the company. New Benefits believes every employee can be a leader, and makes personal and professional development a priority. Because of this emphasis on growth, many of our employees, including a large percentage of women, have been with our company for the greater part of their careers, earning recognition for their achievements and climbing the ranks.

Four of our top leaders are incredible women who have made New Benefits their home for a combined tenure of nearly 80 years. Terry Ray, Marti Powles, Dulce Bozeman, and Amanda Franklin are evidence of what happens when a company invests in leadership potential. They have helped make New Benefits what it is today, shaping our culture, business strategy, employee development, and innovative spirit. All four women have their own unique evolution stories at New Benefits, and hope to continue the cycle by investing in the next generation of leaders.

Terry Ray, Chief Leadership Officer

Initially, I was a client of New Benefits. I loved what they were doing and wanted to be part of it, so I came on board as Director of Marketing in 1995. Within five years I advanced to President, and have now taken on the newly created role of Chief Leadership Officer. Working with Joel [Ray, CEO] and pairing our different business experiences together has greatly impacted my growth as a leader. Where he’s a self-taught entrepreneur and visionary, I have a formal, diverse corporate background from my time at Xerox and Apple. He’s inquisitive with keen instincts, and I’m incisive, organized, and unabashedly enthusiastic. Our complementary qualities and insights have made for a strong partnership.

Culture played an important role in my previous corporate jobs, and I used those experiences to help develop the New Benefits culture and values. An integral part of our culture is Dare to Dazzle™, which I created 20 years ago to make “great customer service” a promise to our clients rather than a corporate platitude. Every quarter, we hold company-wide training sessions on strategies and tactics to deliver exceptional service.

The Chief Leadership Officer position allows me to focus exclusively on investing in our employees’ personal and professional development. Everyone should be a leader, regardless of their title. By understanding the competencies of leadership, like emotional and social intelligence, our employees will carry confidence into both their work and personal lives.

Marti Powles, Chief Operating Officer

I’ve been part of New Benefits since nearly the beginning. I joined in 1993 when Joel started a new concept, putting multiple benefits on one membership card. As a small, fairly new company, we all wore a lot of hats in the early years. I helped build the processes in our sales life cycle, from contracting a broker to sending out a membership kit. Over the years I’ve been involved in nearly every area of the company in some form or fashion, which has helped me be more effective in my current role as COO.

It has been an incredible journey over the last 25 years and I am proud of what we have become as a company, but I am even more excited about the future. We have some lofty and ambitious goals in the technology arena, but that is what makes New Benefits so special.

Someone asked me recently why I’ve stayed with New Benefits all this time. I told them it is because I love what I do and love the people I work with, who motivate me to improve and do better every day. Our employees are key to our success as a company and make me proud to be a member of the team.

Dulce Bozeman, President

I started my New Benefits journey in 1999 as a Member Services Representative. From the beginning, Terry Ray became my mentor and grew me personally and professionally, always challenging me to produce better work and go beyond average. With her guidance and a lot of hard work, I advanced through leadership roles in Member and Client Services, then entered the executive suite as EVP before becoming President.

I’ve loved every moment at New Benefits, but I’m especially proud of the relationships I’ve built and the management style I’ve developed, which is candid, yet human. I’m a strong believer in having the tough conversations, as painful as they may be, because a lack of transparency is a disservice to the employee. I love developing the potential in our employees, helping them understand their strengths and getting them out of their comfort zone. Any accomplishment I feel is from watching their success.

Entering into this new role as President, I’m excited to broaden my scope and influence, focusing on the individuals who make this organization thrive. I’d like to focus my efforts on engagement and communication, developing the middle layer of management, and creating a growth strategy to align with our company goals and objectives.

Amanda Franklin, Executive Vice President Operations

I came to work for New Benefits in 2007 as an Account Executive. More than ten years and five positions later, I’m excited to take on my new role as EVP Operations. On my path to the executive level, I’ve learned volumes about our business and industry, management, leadership, perseverance, and professionalism from Dulce and Marti. I was also able to stretch beyond my comfort level early in my career through our Emerging Leaders program, which gave me a direct line of communication to senior leadership.

While I’ve learned so much in my time at New Benefits, the greatest lesson has been about tenacity. When presented with something you aren’t sure how to tackle or solve, you don’t throw your hands up. You find the necessary resources, get advice from people willing to help (and everyone here is always willing), and keep working at it until you figure it out. There were several times I took on new roles with no idea what to expect, but I always dug in and figured out how to utilize each role to move the company forward and grow myself personally and professionally.

I’m excited for the direction New Benefits is taking. We’re building on our benefits core, heavily investing in technology, and improving client engagement tools. Stepping into the EVP Operations role, I’m looking forward to supporting strategic initiatives to help take our vision to a whole new level.

Prioritizing Growth

Richard Branson, founder of the Virgin Group, has famously said, “Train people well enough so they can leave. Treat them well enough so they don’t want to.” New Benefits has made it a priority to develop our own leaders, investing in potential, recognizing achievement, and providing opportunity. Because of New Benefits’ investment in Terry, Marti, Dulce, and Amanda, we have a dazzling culture, ambitious goals, thriving employees, and the tenacity to be daring.

CEO Joel Ray says, “Leadership is about inspiring others to share your vision and implement it with passion. These four ladies bring their A+ game to the office every day, and as such, success is simply the byproduct of their determination and desire for greatness.” There are many employees within our walls with similar trajectories, and we can’t wait to see the impact they continue to have on our business. Under the leadership of Joel, these incredible four women, and every NB employee who steps up, the sky’s the limit to what we can achieve.

The “Top Place to Work” Culture at New Benefits

The average person will spend about one-third of their life at work, which gives employers a huge opportunity to positively impact their employees. At New Benefits, we don’t take this lightly. Building and maintaining a strong, engaging workplace culture is as essential to our business as selling non-traditional benefits.

This year, we’re honored to be recognized as one of the Dallas Morning News’ Top 100 Places to Work. While we pride ourselves in the work we accomplish, we’re even more proud of the people who make up our organization. From our CEO and senior leadership to our newest hires, the New Benefits culture is a group effort built over almost three decades of hard work, collaboration, and fun.

New Benefits FLIIPs Out Over Core Values

To get a sense of the New Benefits culture, you simply need to walk through our halls. Every person you pass greets you with a smile, conference rooms are filled with excited, eager discussions, and coworkers are sharing good conversation and laughter. Every interaction stems from our core values: Flexibility, Leadership, Integrity, Innovation, and Passion (aka FLIIP).

We emphasize our core values from the start, assessing job candidates not only for their strong skill sets, but also for culture match. We look for a “sparkle.” New hires go through core value training during onboarding, then, at the 90-day mark, they share the value that resonates with them the most at our monthly Town Hall meeting that celebrates big accomplishments and provides business updates.

We’re constantly encouraged to FLIIP for our customers and for each other. When employees are seen FLIIPing above and beyond what’s expected, coworkers and managers can nominate them for our MOE (Merit & Outstanding Effort) Money recognition program. Employees who are nominated for MOE Money are praised in Town Hall and given a cash reward on the spot.

If “culture” is a workplace’s personality and character, New Benefits’ is driven by FLIIP. Everything I consider part of an ideal workplace culture – the cliché “work hard, play hard,” collaboration, camaraderie, flexibility, and fun – are all embraced by our core values.

Flexibility

New Benefits is flexible with employees who need help improving their work/life balance. Our employees have options for their work schedule, so their hours can be adjusted if they need to arrive later or leave earlier. We offer remote working options on a case-by-case basis. If a particular resource would make an employee’s job easier, we try to provide it.

Job roles and career paths are also flexible. Employees are empowered to transform their own position into something new based on their strengths and interests, and the needs of the company. They can also request a transfer to another position they feel better suited for. There’s no rigid, singular career path to follow; you can create your own future at this company. Terry Ray, Chief Leadership Officer, says, “Several employees are in their current roles because they saw a need, had the skill set, and created their next position.”

Dulce Bozeman is a prime example. She started almost 20 years ago in our call center, innovating and working hard, and is now our company President. There are similar stories of cultivating potential from within the company with Amanda Franklin, EVP of Operations, Kendall Mason, Director of Marketing, and me. Regardless of where an employee starts, if they work diligently, prepare for the next step, and think big, they have the opportunity to pave their own career path.

Leadership

Something unique I love about New Benefits is the sense of empowerment we all feel. I’ve worked for other companies where there’s so much red tape, you feel like you can’t really make a big difference. Here, executives encourage employees to share their ideas and lead from every chair.

Our CEO, Joel Ray, wants every employee to be a significant contributor to New Benefits. He says, “My leadership philosophy is based on transparency and collaboration. We keep everyone in the loop with the company’s direction and invest in them through various programs like Emerging Leaders and Dare to Dazzle™. As a result, we’re equipping employees to be leaders who take risks and make calculated decisions for the betterment of New Benefits.”

Our employees are our biggest asset, and also our biggest investors. I love seeing how everyone champions this company, working hard to make it thrive. When each employee is called to contribute and lead, the business profits and employees prosper.

Integrity

We’re invested in the success of New Benefits, so we all put in our full effort for our clients, vendors, and coworkers every day. Joel started this company with an idea he learned working for his father: “You can never be wrong by doing the right thing.” As long as we continue to innovate, work hard, deliver what we promise, and treat others with respect, the business will always move in the right direction.

Integrity is also about strength in unity. New Benefits employees call ourselves a family, and we mean it. We’ve built an environment of trust and camaraderie, and maintain it by hiring people who exude positivity, have a desire to collaborate, and exemplify our core values.

Innovation

Innovation is contagious around here. Our culture embraces change and taking risks, and even as a 28-year-old company, employees say New Benefits has the energy of a start-up. Every employee has a voice and is encouraged to bring new ideas to the table, no matter how unconventional. Joel wants New Benefits to disrupt the industry, and he emboldens us all to lead the charge.

Innovation is not a competition at New Benefits. Everyone here brings something unique to the table, and we do our best work when we work together. Our employees collaborate within teams and across departments, allowing us to see how each piece of the puzzle is vital to the big picture.

Passion

I’m fortunate to work with people who are passionate about the work they do for this company, and each other. We embrace the challenges with enthusiasm because we feel like we’re contributing to something important. New Benefits rewards our fervor with company-wide parties, food trucks, work anniversary gifts, and fun raffle prizes like spa days and concert tickets to Bruno Mars.

Our leadership are huge advocates of our positive culture, making consistent effort to show employees how valued they are. For example, Dulce says, “happy and engaged individuals produce quality work, not because they have to, but because they want to. If they believe in what they do and for whom they work, everyone wins.”

Top Place to Work

I think I speak for everyone at New Benefits when I say we are so proud of being recognized as this incredible company. We earned the Top 100 Places to Work distinction because of our employees’ happiness and overwhelming participation. We needed only 35% of our workforce to complete the anonymous satisfaction survey to be considered for the award we had over 90% participation!

A culture like this isn’t built in a day. We take all the aspects of our workplace culture seriously, which helps keep our focus on the right things, like cultivating better corporate citizens. With leadership support and employee commitment, New Benefits is absolutely a Top Place to Work.

If you’d like to join the New Benefits family and experience our culture for yourself, visit our careers page at http://www.newbenefits.com/careers.aspx to see our current openings.

3876-Ashtyn

 

Ashtyn Williams, Human Resources Manager

Copyright © 2018 by New Benefits, Ltd.  All rights reserved.

Upcoming Webinar – Compass: Healthcare Navigation Redefined

Learn more about our healthcare navigation and price transparency benefits through Compass in our upcoming webinar, Compass: Healthcare Navigation Redefined, taking place October 30 at 2pm CST.

Healthcare is complicated. In an index comparing the simplicity of 25 industries, health insurance ranks second to last. This likely doesn’t come as a surprise to anyone who has attempted to navigate their health benefits on their own. And when faced with an unfamiliar system of network providers, CPT codes, and claims, consumers are not equipped to make smarter healthcare choices.

On top of the complications, healthcare is also expensive. People often overpay for services, with in-network healthcare prices varying by 300% or more, and 30% of medical bills being incorrect.

New Benefits has recently added Compass to our suite of benefits, and we’re excited to now share it with you! Compass eliminates the healthcare hassle by advocating on behalf of the consumer, ensuring they have the appropriate knowledge and tools to get the care they need at a price they can afford. A team of highly dedicated, extensively trained Health Pros help members understand their health insurance, review medical bills, compare providers, schedule appointments, and more.

Join our webinar with Madelon Parker, Client Success Senior Analyst at Compass, to learn more about how Compass helps members untangle the healthcare puzzle, saving them time and money.

Register for Compass: Healthcare Navigation Redefined by clicking here.

Upcoming Webinar: The 411 on Behavioral Health Solutions

New Benefits invites you to join our webinar with MeMD, The 411 on Behavioral Health Solutions, on Thursday, October 4, at 11 am Central Time.

Mental health has been stigmatized as an issue people should keep to themselves, but if you check the latest headlines in your news feed, you’ll start to see a different attitude towards the subject. People are beginning to recognize the significance of poor mental health – how many people are affected, the detriment to physical health, and its impact on the workplace.

Employers are increasingly taking notice of the connection between poor mental health and productivity. Employees with poor mental health are less productive, miss more days of work, and have lower morale than their coworkers. These combined repercussions cost employers up to $105 billion each year.

With this large of an impact, the workplace has a responsibility to address employee mental health. To avoid added healthcare costs and lost productivity, employers can offer behavioral health counseling through telemedicine. Telebehavioral health enables employees to seek the treatment they need at their convenience, and from the privacy and comfort of home.

MeMD, one of the leading providers in telehealth, understood the growing need to address mental health more effectively and added behavioral health to their roster of services. “Providing behavioral health benefits via teletherapy allows employers to prioritize employees’ mental health in a cost-effective way, while also addressing access issues and improving confidentiality for employees who seek care,” said Kevin Wallquist, EVP of National Accounts and Health Plans for MeMD.

In our webinar, The 411 on Behavioral Health Solutions, MeMD’s Kevin Wallquist and Ali Cassidy (Senior Account Manager) present their solution for improving mental health at work. We’d love to have you join us! Please save your seat by registering through this link.

Five Reasons Employers Should Offer Non-Insured Benefits

In the benefits world, the one thing we can rely on to be consistent is change. The demographics of the workplace are constantly evolving – generational shifts, varying employment status, etc. – and healthcare costs are rising year over year. Typical health insurance plans don’t adapt to these changes, leaving gaps in employees’ coverage. To build continuity into this ever-shifting landscape, employers are turning more and more to non-insured benefits.

Life, disability, accident, and other insurance-based voluntary benefits were the original trend-setters for bridging the gap in insurance coverage, but non-insured benefits are swiftly being added to the lineup. As the name implies, non-insured benefits are not covered by insurance – there are no premiums, claims, or deductibles. Benefits like telemedicine, identity theft protection, and caregiver resources can be offered alongside insurance plans to help employees save money on healthcare and lifestyle expenses. The adoption rate of non-insured benefits is accelerating quickly, even more so than the trajectory of insurance-based voluntary benefits 10 years ago.

There really is no better time to encourage employers to add non-insured benefits to their overall benefit program. With retention and recruiting top of mind in a tight labor market, non-insured benefits are an excellent way to enhance and differentiate a strong benefits program from an average one. Employers also have more discretionary dollars for benefits with the recent tax reform offering some financial stability. On average, New Benefits sees approximately 70% of our plan sponsor customers paying 100% of the cost for their employees’ non-insured benefits.

If your clients need a push in the right direction, here are five reasons you can use to encourage employers to get on board with non-insured benefits.

1. Create Continuity
Not all employees are eligible for or enrolled in their company’s health plan. Employees across the workplace may waive coverage, have a different 1099 status, or live in a different state/country with an unequal level of coverage. If the insurance plan includes telemedicine or an Employee Assistance Program (EAP), only those enrolled in the plan have access. When these services are added as non-insured benefits, all employees can use them regardless of enrollment status, bridging the gaps and creating continuity across the program’s reach.

2. Differentiate Employee Access
ERISA sets legal standards for health insurance coverage. Since non-insured benefits are not subject to ERISA, employers can choose how employees access these benefits, based on employee rank, enrollment status, etc. For example, some employers may offer to pay for access to telemedicine and/or healthcare cost transparency tools as an incentive to participate in self-funded medical plans. They can also make this benefit available through payroll deduction for those who waive medical coverage.

3. Address Part-time/1099 Employees
Part-time and contract employees are just as critical to a company’s success as full-time employees, and even though their numbers are increasing, they don’t have the same access to benefits. The flexibility of non-insured benefits allows employers to offer part-time employees savings on dental care, vision, prescriptions, and other healthcare expenses. This flexibility extends to funding options, like direct pay or payroll deduction, and the ability to push administration of these benefits to a partner like New Benefits.

4. Minimize the “Cost Shift”
As employers implement High Deductible Health Plans (HDHP) and/or increase PPO deductibles as a way to reduce healthcare spend, employees and their dependents face significant out of pocket costs every year. The average annual deductible for all covered employees is over $1,200, and over $2,000 for those with a HDHP. Prescription drugs are one of the biggest cost issues, with employees sometimes paying $100 or more for their prescriptions under their insurance plan. As an alternative, a pharmacy discount program can offer savings between 10 and 85%. My family is enrolled in a HDHP where prescriptions are subject to the deductible, and a prescription for codeine cough syrup can cost $80. With my Rx discount card, it’s only $40. Alternative saving options empower employees to make every dollar count!

5. Fill the Gap
Traditional ancillary benefits like dental and vision insurance have their limitations. They’re subject to a benefit schedule with a maximum use cap, leaving any additional services in that calendar year to come out of pocket. And because these often-expensive benefits are usually offered on a voluntary payroll deduction basis, many employees choose not to enroll. Non-insured discount dental and vision plans can be a terrific gap-filler. Employees can save hundreds of dollars on services, whether they’re using the discounts in place of insurance or after reaching their maximum. Instead of paying $100 for a dental cleaning, a discount dental program could save an employee between 15 and 50%* off that cash price.

Clients are thirsting for new ways to add value to their benefit programs in today’s competitive landscape. Use these five reasons to start the conversation with your clients about enhancing their benefit program with non-insured benefits.

*Actual costs and savings vary by provider, service, and geographical area.

Brian Option 1

 

Brian Latkowski, EVP of Global Sales

Copyright © 2018 by New Benefits, Ltd.  All rights reserved.

 

 

 

 

Why the Workplace Needs to Address Mental Health

Mental health has increasingly made headlines, and for good reason. One in five Americans face mental health issues like anxiety and depression at any given time, and the majority don’t seek the appropriate treatment. Often this is because they don’t have the right resources, they can’t afford it, or they’re embarrassed to ask for help.

Regardless of why, delaying mental health treatment can set off a chain reaction of additional health issues. These issues aren’t left at home – they impact every aspect of a person’s life, including their work.

When the Mind Suffers, So Does the Work

Without some form of treatment, employees with poor mental health are less engaged and productive at work. Showing up to work doesn’t improve productivity any more than taking a day off; both absenteeism and presenteeism levels are higher when employees neglect to seek treatment for mental illness. Between the lost productivity and resulting physical health issues, employers lose at least $193 billion annually to employees’ untreated mental health disorders.

As much as the workplace hurts from poor mental health, most businesses aren’t actively addressing it. But if an employer invests in resources to address their employees’ whole well-being – including mental health – they experience a unique return on their investment: a return on health (ROH). This ROH is reflected in happier, healthier employees who are more productive at work, and more loyal to their companies. In the long run, ROH can also result in financial returns with fewer claims, more work accomplished, and less turnover.

Addressing Mental Health at Work

ROH can only be achieved by directly addressing mental health issues. Rather than stigmatizing mental health as a hush-hush problem, employers should start the conversation and show employees they care. Since actions speak louder than words, the most effective way to do this is by offering and promoting mental health resources.

While Employee Assistance Programs (EAPs) may be the most commonly offered resources, they often include a limited number of sessions and tend to be better suited for short-term issues such as dealing with a recent loss. To give employees an accessible, long-term solution, employers can offer telemedicine behavioral health.

The number of options available through telemedicine continues to grow, as does the willingness for people to utilize it. Telemedicine behavioral health counseling allows employees to get the treatment they need over the phone or video chat, from the comfort of home. With lack of access and high-cost barriers removed, people with mental health issues are more likely to schedule therapy sessions – and they can receive treatment for as long or little as needed.

MeMD, one of the leading providers in telehealth, understood the growing need to address mental health more effectively and added behavioral health to their roster of services. “Providing behavioral health benefits via teletherapy allows employers to prioritize employees’ mental health in a cost-effective way, while also addressing access issues and improving confidentiality for employees who seek care,” said Kevin Wallquist, EVP of National Accounts and Health Plans for MeMD.

As employees feel more comfortable seeking treatment for their mental health, they’ll experience positive change in other areas of their life. The workplace will benefit too. The more an employer understands the necessity behind addressing well-being holistically, and the more they invest in their employees’ health, the greater return (on health) they’ll see.

Find New Benefits on the Road This Month!

September is a busy month for New Benefits, as we’ll be attending and exhibiting at three different tradeshows. For each tradeshow, attendees have the opportunity to learn more about New Benefits’ non-traditional benefits, technology, and print solutions. Those who stop by our booths will also be entered to win a $100 Visa gift card.

First up is the National Association of Professional Employer Organizations (NAPEO) Annual Conference, which started this week, September 5-7, in Phoenix, Arizona. Gene Wedgeworth, Benefit Solutions Manager, is representing New Benefits at booth 103. NAPEO invites the PEO industry to enjoy a variety of educational sessions, including a full day dedicated to technology.

The 2018 American Agents Alliance Convention & Expo brings independent insurance agents and brokers to Palm Desert, California, September 20-23. Between educational sessions and networking, attendees can visit with New Benefits at booth 700, represented by Greg Schlatter, VP of Sales, and Gene Wedgeworth, Benefit Solutions Manager.

Rounding out our September tradeshows is the Self-Insurance Institute of America’s (SiiA) 38th Annual National Educational Conference & Expo, September 23-25 in Austin, TX. Brian Latkowski, EVP of Global Sales, and Jake Cleer, VP of Sales, will represent New Benefits at booth 800.

Introducing: My Benefits Work

FOR IMMEDIATE RELEASE

Media Contact:
Kenda Hoffman
800.800.8304×1618
khoffman@newbenefits.com

New Benefits Launches Mobile App, My Benefits Work

Streamlined delivery makes it easy for members to access and use their benefits.

DALLAS – Aug. 22, 2018 – New Benefits, the leading provider of non-insured benefits, announces the launch of its mobile app, My Benefits Work (web portal coming soon). The technology solution empowers members to use their benefits wisely with on-the-go access. Members can download My Benefits Work for free on the App Store and Google play.

“The driving force behind My Benefits Work is member engagement,” said Joel Ray, CEO and Founder of New Benefits. “We’ve had rave reviews from our clients because they love the ability to put benefits in front of members where they already spend hours every day – on their phones.”

Too often members forget they have benefits provided by sponsoring organizations such as employers, associations, insurance companies, and consulting/brokerage firms. With My Benefits Work, members are reminded to complete registrations, use their benefits to save on daily expenses, and periodically receive custom push notifications from the sponsor.

With full customization capabilities, My Benefits Work allows clients to white label our technology with their brand, driving loyalty and affinity to their unique programs. Additional features of My Benefits Work include:

  • On-demand support from BEN (Benefit Expert Navigator) – a chatbot powered by Artificial Intelligence
  • Interactive provider locator services
  • Ability to rate providers
  • Pricing tool for prescription drugs

Learn more about My Benefits Work at NewBenefits.com/mobile

About New Benefits
Since 1990, New Benefits has worked hard to keep money in people’s pockets, saving Americans millions of dollars a year on their healthcare and everyday living expenses. As the leading provider of non-insured health and lifestyle benefits, we make it our business to help your business by providing an all-in-one benefit experience with unbeatable products, customer experience, technology, compliance team, print services, and administration. For more information visit NewBenefits.com.

Return on Health: Taking a Different Approach to Employee Benefits

Any savvy business owner will tell you to analyze the Return on Investment (ROI) before making a purchasing decision. While it’s in every company’s best interest to evaluate ROI, many products and services, particularly in the employee benefits arena, do not deliver a direct dollar savings. They provide a different kind of value to the organization, best described as Return on Health (ROH).  

Download our white paper to learn:

  • The costs of financial, mental, and physical health
  • The impact of poor well-being on health and work performance
  • Resources employers can offer to improve well-being and see ROH

Download the White Paper

Highly-stressed employees take twice as many sick days per year. See some startling stats on how stress impacts employee health and work performance in our infographic.

Download the Infographic

 

See you at PiMA 2018!

New Benefits will host an exhibit at the PiMA 2018 Consumer Insights Conference in Broomfield, Colorado, June 11-13. Attendees can visit Brian Latkowski, New Benefits EVP of Global Sales, at booth #21 for the chance to win a $100 Visa gift card and learn about the wide selection of non-traditional benefits offered by New Benefits such as telemedicine, health advocacy, identity theft protection, and caregiver support.

The annual PiMA Consumer Insights Conference brings together leading brokers, insurance companies, and product manufacturers to discuss the latest marketing and technology strategies, tools, and trends for affinity benefits distribution.

New Benefits is hitting the road for trade shows!

Greg Schlatter, VP of Sales, is attending the Society for Human Resource Management (SHRM) Annual Conference in Chicago, June 17-20. The annual SHRM conference provides HR professionals with learning and networking opportunities to deepen their understanding of leadership, motivation, and success.

Colby Ray, VP of Business Development, and Jake Cleer, VP of Sales, are hosting a New Benefits booth at Gallagher’s GBS Sales Conference in Las Vegas, June 20-22. Any attendees who stop by the booth have a chance to win a $100 Visa gift card.

Be Prepared for the Unexpected: How to Proactively Help Working Caregivers

A few years ago, my grandmother fell down the stairs of the house she was living in alone. This one event resulted in two major changes: My grandmother had to give up her independence and her home to get the help she needed; and my mom was suddenly thrust into a new role she wasn’t prepared for – caregiver.

After a tough conversation about my grandmother’s need for help, we decided to sell her house and look for an elder care home. My mom spent months researching quality, affordable assisted living facilities, eventually finding one where my grandmother lived for two years before her health worsened. Difficult decisions piled up again as my mom had to review healthcare options, face an emergency hospital visit, then research skilled nursing facilities.

When my grandmother passed away, my mom had been a full-time caregiver for more than three years.

The Caregiving Generation

As challenging as my family’s experience was, it wasn’t unique. 10,000 baby boomers turn 65 every day, and as this generation ages and faces riskier health issues, their adult children may suddenly find themselves in an unexpected caregiver role.

I think the surprise of the situation is a big part of what makes caregiving so difficult. Your dad could be the picture of health, then suddenly have a stroke. Just like that, you have to figure out how to decipher insurance policies and legal matters, whether dad should move in with you or you should hire an in-home caregiver, and how to even begin a conversation with your dad about accepting help.

Along with managing these unexpected caregiving responsibilities, 60% of family caregivers also have jobs. Trying to balance both without overlap is pretty much impossible, so productivity levels might drop while their stress levels skyrocket.

Empower and Support Working Caregivers

Companies are losing $34 billion every year due to absenteeism, lost productivity, and healthcare costs related to caregiver employees. Employers have an opportunity to address the potential challenges for their workforce by proactively offering caregiver support, ensuring employees have the right resources as soon as the need arises.

New Benefits offers a solution through our Carepack, a bundle of five caregiving support tools covering everything from healthcare and legal guidance to assisted living and provider references. The Carepack is now available for brokers, agents, and consultants to offer to their groups.

One of the Carepack tools is an online caregiver support platform through Cariloop. In this video, you can see how Cariloop help improved these members’ caregiving situations with their variety of resources.

Learn more about the Carepack by downloading this sales page, and talk to New Benefits if you’re ready to start offering this program to your groups.

Brian Latkowski
– Brian Latkowski, EVP

Copyright © 2018 by New Benefits, Ltd. All rights reserved.

New Benefits Exhibiting at TAHU

New Benefits will host an exhibit at the Texas Association of Health Underwriters (TAHU) Convention in San Antonio, Texas, May 2-4. Gene Wedgeworth, Benefit Solutions Manager for New Benefits, will represent the company at booth #200, happy to discuss our wide selection of non-traditional benefits, including telemedicine, identity theft protection, dental and vision discounts, and legal assistance.

The annual TAHU Convention focuses on professional growth by bringing together hundreds of insurance professionals for continuing education sessions and networking opportunities. TAHU 2018

New Benefits is Silver Sponsor at BenefitsPRO Broker Expo 2018

New Benefits will sponsor BenefitsPRO Broker Expo 2018 in San Diego, CA, April 17-19. A gathering for benefit brokers, insurance companies, TPA’s, benefit technology and more—it’s the place to make meaningful connections with long-time partners and new ones. Visit us at booth #501 and enter to win Beats Wireless Headphones.

Haven’t registered yet? Contact info@newbenefits.com for a free guest pass.

Promoting a Culture of Health

Okay, I’ll admit… promoting a culture of health today within the workforce is not exactly like pressing the “easy button.” But there are solutions, which can be deployed with minimal staff resources and expertise while fitting into those tight budgets employers unfortunately have to continue to manage.

Employers are looking to their trusted advisors for new ways to engage employees because their needs are more diverse than ever.  Yes, we still attempt to tailor benefits offerings based on generational categories like Millennials, GEN X, Boomers and now GEN Z.  However, trying to match the right benefits based on these categories alone is not enough.  Employees change jobs more frequently, work is no longer confined to the office and workers are pushing retirement further down the road. Employees no longer see a clear delineation between work and life… they want more than balance. They want harmony.

Defining a Culture of Health

Historically, employees have looked to their employer for help with their physical needs (e.g., health insurance, wellbeing), but today’s multidimensional employee is also asking for help with their financial, mental and social needs.  According to the 2017 MetLife Annual Trend Study, 74% of employees agree having insurance/benefits provides peace of mind for the unexpected. Additionally, 66% of employers agree that employees are less productive at work when worried about personal finance problems.

Additional Employee Benefits to Consider

  • Telemedicine & advocacy resources
  • Healthcare cost transparency tools
  • Financial wellness, Budget/Debt tools
  • College loan programs
  • Personal protection & financial security (e.g., ID theft, Legal)
  • Caregiver support resources
  • Consumer savings programs (e.g., cell phones, cable TV, retail)
  • Discount medical programs to complement traditional insurance or fill gaps where no insurance exists

Top 5 Easy Button Considerations

Deploying additional benefits above and beyond traditional programs like medical, life, dental, disability and a retirement plan has its challenges for most plan sponsors.  HR departments have limited budgets and are generally at max capacity when it comes to benefits administration.  Follow these 5 “easy button” guidelines to help evolve your clients’ benefits programs to meet the needs of a diverse employee base.

  1. Only settle for best-in-class providers.  The alternative benefits arena is exploding with new players daily.  Partner with tenured companies that deliver ROI.
  2. Worksite pricing versus retail.  Partner with organizations that understand and price their products for the worksite–the savings can be huge!
  3. Multidiscipline companies and/or wholesale aggregators.  Ease the administrative burden by working with companies that can deliver multiple benefits on a single administrative platform.
  4. Flexible funding options.  Although many of these products require no underwriting, make sure you have the ability to offer these benefits employer paid, voluntary payroll deduct, or on a direct pay basis (think part-time employees).
  5. Post enrollment marketing and service support.  Find those partners that help with ongoing promotion of the program to increase awareness and utilization.  These benefits tend to raise a lot of questions at the employee level, so choosing partners that embed customer service in their product will further minimize the administration burden felt by the HR staff.

Ready to start promoting a culture of health? Contact New Benefits today to find out how easy it is to offer unique solutions to encourage not only physical health, but also financial and emotional wellbeing.

Brian Latkowski–Brian Latkowski, EVP

Copyright © 2018 by New Benefits, Ltd.  All rights reserved.

 

Looking Ahead: What’s on the Horizon in 2018

When the New Year comes around, everyone sets resolutions… but how many of you have actually stuck to your resolution? Resolutions often don’t work because they’re set at the start of the year, without much consideration for longevity and sustainability. Instead of setting a resolution, I urge you to think about the entire year and a change that would bring about long-lasting improvement.

At New Benefits, we have a clear strategy for the year. As all the major publications have released their benefit trend expectations for 2018 including BenefitsPRO, Employee Benefit Adviser, and HR Dive, we have identified a few of the most talked about trends. This year, employers are focused on:

  • Lowering health care costs
  • Benefit variety to complement demand for growth areas
  • Data security and identity theft

Start with these 4 strategies to tackle top trends so they become long term resolutions.

  1. Telehealth: As the health care cost per employee rises to approximately $14,156, employers should expect a five percent increase in the total cost of providing medical benefits to employees this year.1 Due to this increase, brokers need solutions like telehealth to drive down claims experience and offer other avenues to care for non-emergency medical situations. This year, 96% of employers will offer a telehealth benefit.1

Although many carriers embed telehealth services with major medical, they charge a consultation fee. Bundling a telehealth benefit with $0 consult fee with other products like health advocacy provides a more robust solution that saves employers more money. Without a per visit consult fee, employees utilize the benefit more frequently, driving more value for both the employer and employees.

  1. Benefit Diversity: By identifying the problems that employees struggle with the most, and offering benefits that give them the tools to overcome these obstacles, employers can achieve a positive user experience as well as benefit variety. This can include services like long term care, student loan assistance, personal financial planning, and pet insurance.
  1. Data Security: With more than 15 million victims per year, identity theft continues to be a growing concern, not only to the individual, but also to employers.2 Individuals affected by identity theft are four times more likely to utilize medical benefits and are absent from work five times more than usual.2 There are a variety of identity theft monitoring and resolution services available to help employers sustain productivity in the workplace when a cyberattack happens.

Aside from identity theft services, it is always a great idea to provide employees with tips to protect themselves from identify theft in the workplace. Remind employees to:

  • Use complex passwords
  • Lock devices
  • Question emails from unknown senders
  1. Caregiving Support: The struggle to manage caregiving on top of everyday life is stressful and can cause employees to be absent or not fully present at work. More than one in six full-time employees care for an aging loved one, but lack the resources to properly manage the many aspects of caregiving.3 Our Caregiver Support benefit gives employees access to a healthcare coach so they do not have to face caregiving hardships alone. To complement this benefit, consider offering legal aid, Worklife services or medical equipment savings. The AARP also provides many valuable resources and information for caregivers.

As employees continue to tackle life’s obstacles, it’s important that employers provide them with the best tools to ensure health in the workplace while supporting company efficiency and growth. As benefit trends shift in 2018 and there is a higher demand for new solutions, consider these strategies for your clients.

So, I leave you with one question. Are you prepared for the latest trends in 2018?

Marti Powles COO

–Marti Powles, COO

 

 

Copyright © 2018 by New Benefits, Ltd.  All rights reserved.

1 National Business Group on Health Survey

2 ID Sanctuary Premium Employer Infographic: FY18_Employer_Infographic

3 Gallup-Healthways Well-Being Index, 2011.

New Benefits to Exhibit at KAIA 2018

Greg Schlatter, VP of Sales for New Benefits, will attend Kansas Association of Insurance Agents (KAIA) Small Agents Conference in Hutchinson, Kansas, January 23-25. The show is the largest conference of independent agents in the state, bringing together a group of approximately 600 agents for educational sessions, top-notch speakers, and networking.

Greg will discuss non-insured benefit offerings featuring our best-selling products including telemedicine, health advocacy, identity theft protection, caregiving support and more.

Please contact Kendall Mason (kmason@newbenefits.com) for more information.

‘Tis the Season… for Identity Theft

Holiday shopping is more dangerous than you think.

Shopping has never been easier or more convenient. You can research items online, read reviews, and purchase them with your mobile phone or tablet. Carrying cash is going out of fashion—fast. According to a recent survey by U.S. Bank National Association, an overall 50% of consumers reported carrying cash less than half of the time. 47% also preferred to use digital apps to make payments.1

But with convenience also comes great risk. Last year, 15.4 million consumers were victims of identity theft or fraud, an increase of 16% from 2015.2 That number is expected to increase this year as thieves focus on sensitive digital information. It seems like a new mass-security breach is on the news every week with millions of accounts put at risk… Equifax, Netflix, and Uber have all suffered mass data breaches in the past year. The number of compromised accounts is staggering—and the damage costs add up very fast. Identity theft and fraud cost more than $16 billion for consumers in 2016.3

Fortunately, there are several basic steps you can take to help prevent identity or credit fraud during your holiday shopping. Here are our top 8 tips to stay safe:

  1. Don’t trust every online store. Fake websites are created by people who want to steal your credit card information and personal details. Before you shop online, research sites you haven’t shopped with before. Make sure they are legitimate and trustworthy with your information. If a site doesn’t seem secure, or there are reviews saying the seller can’t be trusted, take your business elsewhere.
  2. Purchase identity theft protection. Identity theft protection provides 24/7 monitoring and identity management services to help minimize the risk of an identity or fraud crisis. To discuss identity theft product options for your clients, contact New Benefits today.
  3. Never toss credit card receipts into a public trash container. We’ve all been in a situation when we don’t want a receipt (and tell the cashier to keep it, sending it straight to a general trash can). But un-shredded credit card receipts can be used to discover your full credit card number and other processing information. Instead, be sure to shred your receipts and throw them away at home.
  4. Carry receipts in your wallet instead of your shopping bag. This one can be tricky, given how busy and rushed we might feel at the register. It’s easier to throw the receipt in the bag, but it also means your credit card information is vulnerable. The receipt could fall out or be thrown away in a public trash bin and be found by thieves later.
  5. If you’re worried, pay with cash. If it doesn’t look like a business will handle your credit card information securely and safely, pay with cash instead. Be sure to carry a certain amount of cash with you just in case.
  6. When paying your bill, watch what waiters, cashiers, and bartenders are doing with your credit or debit card. One technique by fraudsters is to “skim” the credit card number and it use for later purchases. Pay close attention so this does not happen to you.
  7. When filling out applications for loans, credit, mobile phones or other services, find out how the company stores and disposes of your files. Every company has different standards for securing valuable information. Unfortunately, identity or credit thieves can exploit lax security to get your info. It’s especially important when your social security number, banking information, or tax ID is involved. Be careful when providing this information, and avoid it entirely if it’s not a requirement.
  8. Watch out for “skimmers” at public ATMs. Skimmers are devices placed over the card insert slot on ATMs designed to look like part of the machine. In reality, the credit card information is read and stored separately for a thief to retrieve later—or the information is sent directly to the nearby thief through a wireless connection. Inspect the card reader first before taking money from an ATM.

Be vigilant during your gift shopping this winter. The holidays can be stressful enough—don’t let credit or identity fraud add to it!

To protect your clients and their employees from identity theft, contact us today at newsales@newbenefits.com or 800-800-8304.

Sources:

1 US Bank: Digital Platforms Printed to Topple Cash

2 Javelin Strategy & Research: Indentity Fraud Hits Record High with 15.4 Million U.S. Victims in 2016, Up 16 Percent According to New Javelin Strategy & Research Study

3 CNBC: Identity theft, fraud cost consumers more than $16 billion

Caregiving Support: The Working Caregiver’s Oxygen Mask

Roughly 60% of the workforce belongs to the sandwich generation. Not based on a proclivity for hoagies, but named for their precarious position wedged between the demands of caring for dependent children and aging parents, these employees are struggling to juggle caregiving demands and careers.

Numerous studies, including some conducted by The MetLife Mature Market Institute (MMI) and the National Alliance for Caregiving (NAC) have analyzed the impact of family caregiving in the workplace. According to The MetLife Caregiving Cost Study: Productivity Losses to U.S. Business (2006), employee absenteeism, workplace disruptions, and reduced output associated with caregiving costs businesses between $17.1 and $33.6 billion per year.¹

Caregiving employees also report poorer health and more chronic disease than non-caregivers, leading to increased healthcare costs for employers. Research shows increased healthcare costs for caregivers are potentially costing U.S. employers an additional estimated $13.4 billion per year.

The caregiving challenge reminds me of a pre-flight safety speech, specifically the part demonstrating proper oxygen mask protocol. It goes something like this, “In the event of a decompression, an oxygen mask will automatically appear in front of you…. If you are traveling with a child or someone who requires assistance, secure your mask first, and then assist the other person.”

Working caregivers are passengers on a turbulent flight. Juggling the full-time demands of work and caregiving can be disruptive, stressful and costly. If employees aren’t given adequate tools to cope with these new demands, employers will ultimately pay a price. Caregiver Support programs are an oxygen mask, providing employees the help they need to stay productive, engaged, and present at work.

As our population ages (the number of Americans ages 65 and older is projected to more than double from 46 million today to over 98 million by 2060²), this group of sandwiched employees will grow, contributing to new challenges in the workplace. How do we keep these employees healthy, present and focused amidst these increasing demands? How do we mitigate the impact this burden will have on healthcare costs?

It’s no small feat, but there are tools to help.

Caregiving Support services are becoming an essential employee benefit. Providing tools to reduce employee stress and anxiety, minimize absenteeism, maintain productivity, and decrease turnover, Caregiving Support benefits are a crucial tool for employers as the percentage of family caregivers in the workplace steadily rises.

Many Caregiving Support programs exist, providing dedicated coaches or a secure communication portal. One service, Cariloop, combines both. Coaches provide personal support and decision-making guidance, easing employee stress and providing peace of mind, while Cariloop’s web and mobile platform provides employees a secure place to collaborate with their dedicated healthcare coach, store important documents and communicate with family members and a designated caregiving team. The platform significantly reduces the amount of time required to communicate individually with an entire support network and eliminates time spent mailing or faxing documents back and forth. Employees caring for a family member devote 20 hours per week on average to caregiving³, making time saving tools and support critical. The online communication hub keeps everyone informed, and provides access to medical and legal documents and real-time updates, despite physical distance between loved ones.

Amanda Franklin, VP Vendor Relations–Amanda Franklin, VP Vendor Relations

1: https://www.metlife.com/assets/cao/mmi/publications/studies/2010/mmi-working-caregivers-employers-health-care-costs.pdf

2: Fact Sheet: Aging in the United States – Population Reference Bureau – www.prb.org/Publications/Media-Guides/2016/aging-unitedstates-fact-sheet.aspx

3: http://www.hrdive.com/news/are-caregiving-benefits-the-next-silver-bullet-for-retention/448795/

Copyright © 2017 by New Benefits, Ltd.  All rights reserved.

 

New Benefits Contracts with MDLIVE to Expand Telemedicine Offering

Sunrise, Fla., July 18, 2017 (GLOBE NEWSWIRE) — MDLIVE, a leading virtual medical and behavioral healthcare provider, today announced New Benefits, the largest discount plan organization (DPO) in the country, has added its virtual care services to broaden the telemedicine benefits offered to clients and their members. The collaboration is a response to increasing demand for convenient, quality access to 24/7/365 telemedicine services.

New Benefits’ clients, which include associations, brokerage firms, banks, credit unions and employer groups, among others, can now add MDLIVE’s virtual care services to their benefit packages. MDLIVE allows members to browse doctor profiles, view available appointment times and schedule an appointment with the doctor of their choice at a time most convenient for them.

“The promise of telemedicine and its ability to deliver convenient access to cost-effective care at the moment a person needs it continues to deliver immense value,” said Joel Ray, chief executive officer at New Benefits. “Consumers are beginning to recognize the value and convenience of telemedicine. We’re proud to offer one of the leading telemedicine providers to our clients and their members to improve access to quality care anywhere in the United States.”

“Telemedicine is delivering significant value to the healthcare industry by improving access to affordable care,” Scott Decker, chief executive officer at MDLIVE, said. “We’re proud to partner with an organization that recognizes the potential of virtual care and its ability to provide quality, cost-effective care for millions of individuals across its large client base.”

For more information, visit: http://www.newbenefits.com/benefitDetails.aspx?ID=1131.

About MDLIVE

Founded in 2009, MDLIVE is a visionary and pioneer in the digital delivery of high-quality, convenient, cost-efficient virtual care for medical and behavioral health conditions. The company provides consumers, health plans, health systems and self-insured employers with 24/7/365 access to its network of board-certified doctors and licensed therapists via secure online video, and phone through the MDLIVE service and technology platform. Registered users can receive a virtual consultation through the company’s HIPAA and PHI-compliant secure, cloud-based platform from home or on the go. To learn more about how MDLIVE is using telehealth innovations to improve the delivery of healthcare, visit www.MDLIVE.com.

About New Benefits

New Benefits is the leader in non-insured health, personal security, financial, travel and leisure benefits. We serve associations, insurance companies, banks, credit unions, brokerage/consulting firms, insurance agencies, TPAs and employers. With over 25 years in business and representing over 25 million members, our clients trust New Benefits to deliver exceptional customer service and support, superior products, administration, print services, billing and compliance while promoting integrity and honesty in the marketing of non-insured products and services. To learn more about New Benefits, visit www.newbenefits.com.

Sportsmanship in the Workplace

I was recently touched by admirable demonstrations of sportsmanship during this year’s Olympics. New Zealand’s Nikki Hamblin stopped during the 5,000m race to help American Abbey D’Agostino after she fell, which impacted her medaling potential (but she won the Pierre de Coubertin medal celebrating sportsmanship).   Earlier this year American tennis player Jack Sock told his opponent Australian Lleyton Hewitt to challenge a call when the umpire called out the ball.  “It was in, if you want to challenge it.  Challenge it!”  And Sock was right, despite the point going to Hewitt, the ball was clearly in bounds.

Hamblin and Sock cared more about the integrity of their sport than just their own win. They saw a bigger picture. It made me think about how employees often think feedback is only about improving their own journey and not a tool to improve the overall company.

After countless interviews and feedback sessions it has become clear employees want an environment where they are given feedback and opportunities to learn and grow.   But apparently that’s only a one way street.  I started asking candidates about the hardest feedback they’ve ever provided their manager and found most didn’t really ever do it.  I get it…  you don’t want to bite the hand that feeds you.

I also learned some employees feel people in management positions should “know better.”  Apparently people in those positions are perfect (a title change on a business card is THAT magical).  So when those managers are failing, you should grab some popcorn and watch their demise.  Because they’re managers, they should “know better.”

As a manager, I gladly take on the responsibility of being held to a higher standard. But at what point are we no longer subject to fault?  Why aren’t we worthy of feedback and opportunities to grow and learn?  Do employees really think it’s better to watch us rise and fall than help us up?

I’ve been fortunate to work with a handful of people who tell it like it is.  They’ve called me out when I’ve made mistakes or could have handled a situation better.  Sometimes they don’t even have to use words; I’ve learned what their faces say.  And I trust them.  Because there isn’t an “us” vs. “them” mentality.  And there have also been times when I’ve clearly made bad decisions, my team watched me make bad decisions, and didn’t tell me.  “Why didn’t you say something?!??!  Why didn’t you stop me?!?!?”

Don’t get me wrong…  I recognize the “ideal” employer/employee arrangement requires the manager acknowledge their personal flaws or the manner they’re perceived which is hard for most, regardless of the position.  But employees can play a significant role in their manager’s success no differently than the manager can for the employee.  Because at the end of day, we’re all on one team.

small dulce

–Dulce Bozeman, EVP

Copyright © 2016 by New Benefits, Ltd.  All rights reserved.